WebTaft-Hartley Trusts: Overview. The Wagner Law Group attorneys have been working with Taft-Hartley benefit plans since 1979, either as Fund Counsel, Independent Fiduciary, or in regulatory practice working within the Department of Labor and the PBGC. These jointly administered, collectively bargained plans cover millions of workers across the country, … WebApr 6, 2015 · Full Text of the Taft Hartley Act: TAFT-HARTLEY ACT. LABOR MANAGEMENT RELATIONS ACT. Also cited LMRA; 29 U.S.C. Sec. Sec. 141-197 [Title 29, Chapter 7, United …
Coronavirus Puts Additional Pressure on Taft-Hartley Pension Trusts …
WebTaft-Hartley trust means a jointly‑managed trust, as allowed by 29 United States Code sections 141 through 187, that contains a plan of benefits for employees and that is … WebMay 6, 2024 · Ordinarily, a gift or payment to a lawfully constituted pension or welfare plan meeting the requirement of the Taft-Hartley Act, 29 U.S.C. § 186(c), will not be reportable on Form LM-10 because the reporting requirement applies only to payments to a labor organization or its officials. 29 U.S.C. § 433(a). ... Some service providers to Taft ... golf cart mercedes benz
About Us — The CT Coalition of Taft-Hartley Health Funds
Web“Taft-Hartley Trust Funds”, as they are often referred to, are specifically authorized under Section 301 of the National Labor Relations Act (NLRA). The most common are Joint-Trustee plans, where a group of employers, usually in the same industry, who have labor agreements with the same international or national union(s), join together to ... WebMultiemployer Funds. Beeson Tayer & Bodine has represented labor-management pension and health plans since the Taft-Hartley Act of 1947, which established jointly-trusteed funds. We were among the first union-side firms to develop a specialized employee benefits practice in the wake of the Employee Retirement Income Security Act of 1974 (ERISA). WebJul 12, 2013 · Taft-Hartley was designed as anti-union legislation, though allowing collectively-bargained health benefit programs. Now even those programs are at risk. The anti-union one-percenters are winning the war. We should remove responsibility of providing health benefits from the employers, but not in a way that shafts their employees. headwrap display